Corporate Training Video Production

Transcript

[0:00] Music.

[0:10] The Foundations in Equity training is really for everyone. There are two main reasons for this. They are, if you're an organization and you want to be sustainable in today's times, you've got to bring equity into your operations or you will not get the candidates that you need. You will not be able to retain the candidates that you get. If you're an individual looking to move into an organization, you are going to have to make yourself more marketable by understanding equity, what it means and how to put it into practice, because that's what employers are expecting from their new hires as well. I'm Christina James. I'm one of the co-founders of the Gemini Group. My pronouns are she, her. I've spent around 30 years working and leading civil rights work in federal government, higher education, for-profit, non-for-profit. I'm Dante James. My pronouns are he, him. I'm a recovering attorney. I've been in and out of politics for a long time, running nonprofits as well as working for politicians and running offices of equity and also helping to start those around the country.

[1:18] Music.

[1:24] The Foundations training is designed to do a few things. One, just answer the question, why do we need to focus on race in the first place? And then create an understanding of implicit bias, our own personal bias, as well as institutional bias and how that exists and how it manifests. Create a common language so that there's just a commonality of understanding around this terminology and the way that this world works. And then finally, provide tools so that you can do better as an individual, but also as an institution, should you be leading in an institution so we can improve outcomes for communities of color and how we engage with our colleagues. So the microaggressions training is our advanced equity slash microaggressions training. The bulk of this session is to really help people understand what microaggressions are, what kind of impact microaggressions have, and also to talk about macro microaggressions that exist on an institutional and systemic level. The final part of this training is really to focus on tools, on what we can do as individuals to commit fewer microaggressions, how we can address microaggressions when they happen to us, how we can address them if we witness them, what it means to be accountable, to be an upstander in this space, and take on the heavy lift of holding people accountable, even if we're not the ones who experience the microaggressions.

[2:46] The benefit is that this is the way our society is moving. Microaggressions is a piece of doing equity work. Microaggressions cause harm just like racial, religious, disability discrimination all cause harm. Employers are now starting to engage more in conversations around microaggressions and trying to shift their culture and climate to be less harmful and impactful to people who typically experience them. So the organizations are bringing this in more because it's necessary and staff and leaders in those organizations need it on an individual level because we are the ones that commit microaggressions because there's no one that is immune from committing microaggressions.

[3:29] Music.

[3:34] They can go to the Gemini Group website at www.thegeminigroupllc.com. Just call Christina. Or just call me.